InteliChild.com

Children's Website Business Plan

Management Summary

Our producer, Sonny Cieliblu, will head the InteliChild.com project. This full-time position will oversee all activities for the project. Sonny interfaces with each partner and staff member. This places Sonny in the role of administrator and coordinator of development and marketing activities, but also requires him to implement training and individual development activities for each partner. We all recognize the challenge Sonny faces as an employee, coach, and supervisor.

More sample text here, not useful for purposes of example, describing the people involved and the management structure.

Organizational Structure

We need an agile organizational structure that recognizes the need for a smooth flow of ideas and implementation between sales, marketing, and website development. We can't allow the team to think as if these were separate functions.

On the surface, however, we have the president dealing with three direct reports: admin/finance, sales/marketing, and web development. In fact we are not going to manage with a strict hierarchy, because we need to emphasize the team. Still, particularly as we grow in size, structure is necessary. We will want to preserve decision-making power, and the ability to act, rather than trying to do everything by consensus.

Management Team

Person 1: More sample text here, not useful for purposes of example, describing the people involved and the management structure.

Person 2: More sample text here, not useful for purposes of example, describing the people involved and the management structure.

Person 3: More sample text here, not useful for purposes of example, describing the people involved and the management structure.

Person 4: More sample text here, not useful for purposes of example, describing the people involved and the management structure.

Management Team Gaps

We agree that the most obvious weakness at this point is the lack of seasoned professional management with experience. This is what the investors call the "gray haired factor." We will be looking to add more experience to the team as we build our administrative and financial capabilities.

Personnel Plan

The following personnel plan details our plans for the ramp-up. We start with the four key founders; by the end of 2000 we should have 14 people, and 18 by the end of 2002.

Personnel Plan

Year 1

Year 2

Year 3

Production Personnel

VP Support

$33,000

$75,000

$90,000

Support Engineers

$27,000

$65,000

$90,000

Support Technicians

$21,000

$60,000

$75,000

Other

$0

$25,000

$50,000

Subtotal

$81,000

$225,000

$305,000

Sales and Marketing Personnel

VP Sales & Marketing

$60,000

$75,000

$90,000

Business Development

$31,500

$60,000

$75,000

Sales Systems

$30,000

$60,000

$75,000

Sales Technicians

$40,600

$90,000

$120,000

Other

$12,000

$30,000

$100,000

Subtotal

$174,100

$315,000

$460,000

General and Administrative Personnel

CEO

$60,000

$75,000

$75,000

CFO

$60,000

$75,000

$75,000

General Admin

$42,700

$90,000

$120,000

Other

$14,000

$50,000

$100,000

Subtotal

$176,700

$290,000

$370,000

Other Personnel

CTO

$60,000

$75,000

$75,000

Devel Systems

$39,800

$62,000

$90,000

Devel Engineers

$22,500

$75,000

$100,000

Other

$0

$50,000

$75,000

Subtotal

$122,300

$262,000

$340,000

Total People

18

18

18

Total Payroll

$554,100

$1,092,000

$1,475,000

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